leadership trait approach

Question 1

leadership trait Approach

Answer 1

Great Person/Man Theory 19th century: Focus on characteristics a leader should have -> there are only a few leaders and leadership cannot be learned

• Costa & McCrae 1992: Focus on special personality factors which make a leader

• Trait: Characteristic that is stable over time and influences behavior (e.g., extraversion, intelligence, self-esteem), restricted to those with inborn talent, differentiates them from non- leaders
• Skill: Learned ability (e.g., technical skills, managerial skills)

Question 2

great person/man theory

Answer 2

1. Intelligence: intellectual ability
2. Self confidence: ability to be certain about one’s competencies and skills
3. Determination: Includes initiative, persistence, dominance, drive
4. Integrity: Honesty, loyalty and trustworthiness
5. Sociability: Friendly, outgoing, tactful, diplomatic

Question 3

FIVE PERSONALITY FACTORS (MCCRAE & COSTA, 1987)

Answer 3

1. Neuroticism: tendency to be depressed, anxious, insecure, vulnerable and hostile -> risk- averse, careful
2. Extraversion: be sociable and assertive and to have positive energy
3. Openness: be informed, creative, insightful and curious
4. Agreeableness: be accepting, conforming, trusting and nurturing
5. Conscientiousness: be thorough, organized, controlled, dependable and decisive

Question 4

HOW DOES THIS APPROACH WORK?

Answer 4

1. Focuses exclusively on leader

Leader with certain traits is crucial to having effective leadership
Consequence for organization -> use personality assessments to find people with designated leadership profiles

Trait assessment can help both organizations and managers application

2. Provides direction: which traits are good to have if one aspires a leadership position
3. Individuals can determine whether they have the selected traits
4. Used by managers to assess where they stand

Question 5

STRENGTHS & WEAKNESSES OF THE TRAIT APPROACH

Answer 5

Pro

1. Initiatively appealing
2. Long research tradition
3. Gives Benchmark to identify/select future leaders

contra
1. No definitive list of traits after 100 years of research

2. Focuses solely on leaders, not on situations and followers
3. Invites to formulate new trait lists based on personal experience and anecdotal evidence

4.Not useful approach for training and development
Focus on leader emergence, not leader effectiveness